lways the titles or how intelligent one may sound that moves us forward but, it's the sacred inner qualities or virtues that enable us to proceed onward.
We must be willing to surrender our comfort zone and take the required risk - (even if it means we may will fail) to realize our dreams. Ultimately we must command more of ourselves through our gifts, talents and resources. How we choose to march forward is based upon individual choices, wisdom and discernment.
ime a candidate got a little uneasy during what in many cases is a hugely traumatic time in their career - where would we be? Our job is to help these folks through the self-doubt and mental fatigue of "finally" leaving a position they should have left long before..........
This recruiter (from the limited info we have) did nothing wrong or inappropriate in my view. It is what we do, isn't it? If these things just "naturally/painlessly" came together - they wouldn't be paying us $20,000 to just "hang out - in the middle" would they? No. We make big bucks - or should - because we help make hires happen.
"After you've been a recruiter for a while - it's easy to put deals together."
Might be "easy" to put one or two together a year. Sure it is. But to excel in this world is anything BUT easy. My first mentor use to remind us frequently "This is the lowest paying "easy" work and the highest paying "hard" work in any career field. Sales. That's what this is. It's sales. Not social work.…
thus could not speak in utter confidence as to the true drives and initiatives of the company. However, calling something speculation is not valuable in terms of discredit. This is a blog article, and I believe by journalistic standards, this particular format allows for speculation (which, by the way, is largely based upon the speculation of The Washington Post).
Promotion does not have to exist separately from said speculation, nor does it invalidate the suggestion that complete and utter faith in a platform entirely out of your control in terms of its intention and direction may not be the most sound business plan.
"complete BS"—A quick click on the link for the firm I represent would show that we specialize in website design for recruiting firms. In that context, I don't believe it is "complete BS" to recommend that firms are better represented by their own website rather than a third-party entity. LinkedIn is a great tool (I never say it isn't) but if you operate a firm and the hub of your brand is on LinkedIn, then you are not promoting your brand to the best of its ability because you are sharing branding space with LinkedIn.
Let's give it a year, then we can more accurately account for the number of dog-riding-skateboard videos
Just because we live in a time of data proliferation doesn't mean we shouldn't question the motives of companies when they store and manage that data behind closed doors. Complete surrender without question doesn't have a great track record.
Thanks again, for reading! And I appreciate you candid response. While I write and work for a website design company, I do think it is a bit unfair to accuse me of baseless promotion, just as it would be unfair of me to assume because you work for Microsoft, that your defense of LinkedIn is due to some affiliation with that company and not your own thoughts and research.…
ethink my priorities and rejuggle my finances. While some of my peers have closed their doors (3 friends in September alone!), I went ahead and hired four young enthusiastic recruiters with 1 - 3 years experience each. They were all in a certain niche, which wasn't my niche, because I really never had one. My future is now and I am still here working and training so someday I can look back and relish my career in recruiting.
I got into recruiting in 1989 and quickly progressed up the food chain to owning my own franchise office, then expanding it to two offices. I sold the business back to the corporation in 2000 and went on my own with a 2 year non-compete. At that time I became more involved with HR consulting and sat out my agreement. Once the non-compete ended, I went full steam into heavy recruiting in all functional areas. Maybe that was a negative to some, but it helped me survive and thrive while others were pained.
I got more involved with government contracts and used the many certifications I acquired to the best of my ability. I landed contracts and kept them. So where is my recruiting future now? It is continuing to stick with bids and proposals and contracts and continue to diversify. This strategy has kept us alive and although not wealthy, at least well.
Our recruiting has grown from just the good old phone to internet job postings and cybersourcing. We listen regularly to the "names" in the industry to learn all we can. We remain honest, open and easily accessible to all. Our recruiting focus will continue to be building relationships while others just throw resumes against the wall hoping something sticks.
Our balance will continue to be both the client/job order on one side of the teeter-totter and the candidate/future opportunity growth on the other side. In this way we can cultivate candidates to represent them as "agents" (like the stars and sports celebrities) and still work on the job orders that need immediate fills. Variety is the spice of life.
My recruiting future is to constantly strive to stay ahead of the curve while serving our clients and candidates and making sure we don't give up the personal touch with the introduction of more technology and less human interaction. We continue to get up every day; work our call plans and job orders; verify references and hope to turn them into new clients; brief and de-brief with candidates and customers; and negotiate between the two to make placements. Although much has changed to give us better training and more tools, our future in recruiting is to learn from the past and put those lessons to work to survive in the future.…